In a previous blog post, we shared with readers how learning needs to be ENGAGING, EFFICIENT and EFFECTIVE. For workplace L&D in particular, today’s managers and trainers face:​

Increased Mobility — Our teams are more mobile and distributed. So it’s hard to get everyone in the same training room. Especially true for multi-branch / multi-geographical organisations.

Reduced Attention Spans — The infamous study that us humans can concentrate for less than 8 seconds, ranking us below goldfish…

Organisations can no longer ‘pre-dump’ our teams with reams of training binders; it will get lost amongst everything else that they need to get up to speed on and daily work responsibilities!

L&D managers are convinced that the best way to train teams is by:

Putting training content online to supplement (NOT replace) face-to-face training. This should be mobile-optimised to be delivered directly to employees’ smart devices.

Making sure training engages the learner for more effective content absorption. Even better if the training is contextual and just-in-time.

That’s where Nano Learning comes in.

What’s Nano Learning? Bite-sized, self-contained training content that is rich-media focused and peppered with knowledge checks to make sure learning has taken place.

Think of Nano Learning as ‘power bars’ that are consumed just before a key task or activity. The learning is contextual, just-in-time, and application-focused. Employees learn what’s needed, do quick assessments to confirm learning, and put their learning into action through the task. The practical application reinforces the learner, and gets the ‘muscle memory’ going.

​So how do we create effective Nano Learning? Do we simply take our existing Powerpoint training decks and chop them up into 15-minute modules?

Did this work for you? Did you get the point of the module? Or were there too many “focus points” that you got lost in the information overload? Were you able to test yourself that you learnt what you were being asked to

The module is indeed short, but we need to do more than keep our Nano Learning modules short.

More than that, we need to keep them focused, and to-the-point. Ideally we should only teach ONE learning point per module.

This 2nd module is short, just like the previous one. But there are several important differences:

(i) This module is to-the-point.(ii) There are knowledge checks to make sure the learner stopped him/herself and reinforced the learning.(iii) There is also good use of infographics, contextually-appropriate pictures and a very short, to-the-point video on how Nano Learning can be created.

In general, the rich media appeals to our learners’ right brains, creating emotional connections that imprint on memories more strongly.

LESS is often MORE: Resist the temptation to load in more and more information. This leads to loss-of-focus, and your effort is wasted.

SHOW; don’t TELL: Spend time sourcing or crafting visually clear media resources, be it infographics that display data or information, or demo videos.

The old adage “A picture is worth a thousand words” never goes wrong, as the learner doesn’t need to imagine what wordy descriptions actually mean.

KNOWLEDGE CHECKS: We learn best by testing ourselves continuously. Nano Learning modules that have regular Assessment (be it simple MCQ or Open-ended screens) do this effectively. The learner reinforces his/her learning, and there’s good data for L&D managers.

If you need more help or are resource-constrained, get in touch with us for ArcLab Enterprise, where our Instructional Designers can work with you to help craft your content into effective training. Reach out now.